Engagement & Retention
“Quiet quitting” isn’t a new phenomenon.
People have been disengaged for years!
A 2022 Gallup survey suggested that at least half of the U.S. workforce consists of quiet quitters.
This is nothing new.
For years Gallup has been measuring employee engagement with levels of engaged workers hovering only around 30-35%.
There are two primary ways to raise engagement levels.
- Leadership Development: Improve the leadership abilities of leaders in your organization (for ideas on how to do that, download the chapter “Why Leadership Development Programs Don’t Work”)
- Job Matching: Match people to the right jobs so they are intrinsically motivated by their work.
When people are in a job that is a fit for them, they are intrinsically motivated BY THE JOB. They want to do the work because it is enjoyable and fun for them.
No longer do managers need to figure out how to motivate their employees. The right job will do it for them!
It’s the difference between
“Ugh, I have to” and
“Yay, I get to!”
Extrinsic Motivation
Extrinsic Motivation comes from the outside with things like: Compensation, Promotions and Praise (or Punishment when those things aren’t working).
Intrinsic Motivation
Intrinsic Motivation comes from the inside with things like: Autonomy, Mastery and Purpose.
Workplace Motivator Clusters
While there are many different things that intrinsically motivate an individual, many of them fit within 6 Workplace Motivator clusters.
Take a look at this Motivators Chart and see if you can pick out your primary driver.
Our guess is, you’d be pretty disengaged. Well, many people end up in roles where their primary Motivators aren’t being fulfilled… or aren’t as fulfilled as they could be. This leaves Managers with the daunting task of trying to figure out how to motivate and engage their employees.
Take the guess work out of Employee Engagement! If you’d like to receive a complimentary Workplace Motivators assessment for you or an employee, simply fill out this contact form.
